[R.O. 2011 §23.300; Ord. No. 1909 §1(23.300), 10-20-1997; Ord. No. 2539 §1, 10-3-2011]
Fringe benefits are subject to change. The following types of
benefits are currently provided at the City's expense to regular employees:
annual holidays, vacation leave, sick leave, Workers' Compensation,
group medical and hospital insurance, group life insurance, golf membership,
swimming pool memberships and retirement. In addition, the City also
matches the amounts of employee contributions to the Social Security
program. Seasonal or temporary, and part-time employees are entitled
only to the fringe benefits of Workers' Compensation and Social Security
programs. Full-time employees may also take advantage of an IRS Chapter
457 Deferred Compensation Plan.
[R.O. 2011 §23.310; Ord. No. 1909 §1(23.310), 10-20-1997; Ord. No. 2106 §1, 8-5-2002; Ord.
No. 2539 §1, 10-3-2011]
A. All regular employees will be entitled to the number of paid holidays
authorized by the Board of Aldermen. Legal holidays to be observed
are:
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New Year's Eve
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December 31
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New Year's Day
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January 1
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Martin Luther King Day
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3rd Monday in January
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Presidents' Day
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3rd Monday in February
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Memorial Day
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4th Monday in May
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Independence Day
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July 4
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Labor Day
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1st Monday in September
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Veterans Day
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November 11
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Thanksgiving Day
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4th Thursday in November
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Day after Thanksgiving
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4th Friday in November
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Christmas Eve
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December 24
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Christmas Day
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December 25
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Roving Holiday (2 per year)
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Employee's Discretion
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B. When any regular employee is required to work an authorized holiday,
he/she will be compensated at the City's option in the following manner.
1.
Receive an additional day of comp-time for each holiday worked,
and such additional comp-time will be added to the employee's accumulative
total.
2.
When an authorized holiday falls on an employee's regularly
scheduled day off, the holiday will be carried forward to the next
regular workday.
3.
When an authorized holiday falls on a Saturday, the preceding
Friday will be observed as the official holiday.
4.
When an authorized holiday falls on a Sunday, the following
Monday will be observed as the official holiday.
[R.O. 2011 §23.311; Ord. No. 1909 §1(23.311), 10-20-1997; Ord. No. 2106 §1, 8-5-2002; Ord. No. 2659 §1, 12-1-2014]
A. Every employee in the City classified service holding a permanent
status position and having occupied such position for a period of
twelve (12) consecutive calendar months shall be allowed annual vacation
leave with pay. Vacation leave shall be granted on the basis of the
number of regularly scheduled hours in the standard work or duty week
to which the employee is assigned at the time of his/her vacation.
B. Employees with one (1) full year of service will receive one (1)
week's paid vacation time. Employees with two (2) to five (5) full
years of service will receive two (2) weeks' paid vacation time. Employees
with six (6) to nine (9) full years of service will receive three
(3) weeks' paid vacation. Employees with ten (10) to nineteen (19)
full years of service will receive four (4) weeks' paid vacation,
and employees with twenty (20) or more full years of service will
receive five (5) weeks of paid vacation time.
C. Vacation leave shall be taken during the year following its accumulation.
Vacation leave not taken within the year following its accumulation
shall be forfeited. In special situations, this carry-over prohibition
may be waived upon the review and written approval of the City Administrator.
D. No employee may purchase more than forty (40) hours' pay of vacation
time and/or compensatory time, during a one-year period, in lieu of
vacation leave and/or as a substitute for annual leave.
[Ord. No. 2720 §§ 1
— 2, 2-21-2017]
E. Employees with accumulated vacation time accrued before December
1, 2014, and carried over from previous years shall take said accumulated
vacation time over the next three-year period, exhausting the accumulated
time. Any accumulated vacation time not taken before December 1, 2017,
shall be forfeited.
F. Employees who are absent on account of sickness, injury or disability,
and on extended leave, including but not limited to FMLA and/or workers'
compensation, for a consecutive period of one (1) year or more shall
not accrue vacation time or sick time during such absence.
G. Extended leave on account of sickness, injury or disability shall
be charged against any accrued personal sick leave first, then banked
sick leave, then vacation time, and finally compensatory time, while
still employed. Any leave qualifying for FMLA shall be treated as
extended leave, which is leave without pay. However, an eligible employee
must substitute accumulated paid leave for each unpaid leave day until
the employee exhausts all paid leave. This paid leave shall be in
the order of sick leave, then vacation leave, and finally compensatory
time. FMLA time shall run concurrent with this paid leave. If an employee
exhausts FMLA leave and the employee is unable to return to work,
the employee will be terminated from the employee's position. If paid
leave extends beyond the FMLA period, the employee may continue on
paid leave until such leave is exhausted.
H. All employees shall be entitled to utilize vacation leave which could
accrue during the calendar year. In the event that an employee utilized
vacation leave during a calendar year in excess of that which has
accrued and thereafter dies, terminates, retires, is discharged, or
otherwise separates employment with the City of Savannah prior to
the accrual of such vacation time, the City shall be entitled to assess
and recoup the value of such utilized vacation leave which is in excess
of the accrued vacation leave. Any such amount due shall be withheld
from any final compensation due the employee and collected through
appropriate legal action, if necessary. If legal action is necessary
to recoup such amount, the employee will be responsible for the City's
costs and expenses, including attorneys' fees. In the event that an
employee dies, terminates, retires, is discharged, or otherwise separates
employment with the City without utilizing accrued vacation leave,
such employee shall be compensated for vacation leave accrued up to
the maximum allowed accrual to the date of separation, unless such
employee is discharged for misconduct connected with his work or fails
to provide at least ten (10) business days' notice of resignation.
No leave time may be substituted for such notice.
[R.O. 2011 §23.312; Ord. No. 1909 §1(23.312), 10-20-1997; Ord. No. 2152 §1, 4-21-2003]
A. Regular employees will earn sick leave at the rate of one (1) eight-hour
workday for each full calendar month of service. Sick leave will accrue
from the date of employment as a regular employee, and it may be taken
after the first month of service. Sick leave may not be taken before
it is earned, except as authorized in unusual situations by the City
Administrator.
B. Sick leave may be taken only for the following reasons: Personal
illness, non-occupation injury, exposure to contagious disease that
might jeopardize the health of others, illness in the immediate family,
or to attend doctor's appointment(s) of employee or employee's immediate
family. In the event that an employee takes sick leave to attend a
doctor's appointment, the employee is allowed a maximum of four (4)
hours sick leave per day, unless an additional reason is also applicable
under this Subsection or for unusual/extenuating circumstances as
approved by the City Administrator. For the purpose of these regulations,
"immediate family" includes only those family members living in the
employee's household, employee's child(ren) living outside the employee's
household, and employee's parent(s). Employment-related sickness and
injuries may be covered by the Missouri Worker's Compensation Act.
[Ord. No. 2730 § 2, 7-24-2017]
C. The employee will notify the appropriate supervisor before taking
any sick leave, and provide such reasonable verification during illness
as may reasonably be requested. Situations where such notification
is not provided shall be considered an inexcusable absence (see Subchapter
H, Discipline). An employee who is aware that sick leave will be required
in the near future will notify the appropriate supervisor as soon
as possible.
D. Unless excused by the department head, an employee taking sick leave
will be required to furnish a medical certificate verifying illness,
if such verification is requested by the appropriate supervisor or
department head. In all cases where sick leave exceeds three (3) days,
the employee, if requested by the appropriate supervisor or department
head, will submit a statement from a physician releasing the employee
to return to normal work duties.
E. Improper use of sick days will result in discharge.
F. Employees may accumulate ninety (90) sick days. Those employees reaching maximum accumulation may not accumulate any additional days except when such accumulation is depleted by the taking of sick days. Once the maximum sick leave days are reduced and upon return to work the employee shall begin to accumulate days at the rate as prescribed in Subsection
(A) of this Section to the maximum allowed.
G. Sick leave benefits are intended solely to provide income protection
in the event of illness or injury, and may not be used for any other
absence. When an employee retires, resigns, or death, he/she or the
surviving spouse or estate would be paid for accumulated sick leave
on the following basis:
1.
After working five (5) to nine (9) years: Pay for five (5) days
(forty (40) hours) of accumulated sick leave.
2.
After working ten (10) to fifteen (15) years: Pay for ten (10)
days (eighty (80) hours) of accumulated sick leave.
3.
After working fifteen (15) to twenty (20) years: Pay for twenty
(20) days (one hundred sixty (160) hours) of accumulated sick leave.
4.
After working twenty (20) years: Pay for thirty (30) days (two
hundred forty (240) hours) of accumulated sick leave.
[R.O. 2011 §23.313; Ord. No. 1909 §1(23.313), 10-20-1997]
There shall be one (1) sick leave bank for all employees. Open
enrollment will occur for a two-week period prior to January 15 of
each year. All employees who have one (1) full year of service may
donate to the sick leave bank one (1) to five (5) full days of sick
leave at open enrollment. Additional donations shall be required when
the bank drops to ten (10) sick days. Upon exhaustion of all sick
time, compensatory time, vacation time and holidays, an employee who
has joined the program may utilize the bank upon a serious illness
or hospitalization as certified by a physician. Withdrawals shall
be in full day increments. The employee receiving sick leave shall
fill out a request for sick leave and submit it to his/her employee
committee representative. Sick leave withdrawals will have a limit
of twenty-five (25) days granted. A committee consisting of the employee
committee, City Administrator and City Clerk may extend the twenty-five-day
limit up to a maximum of an additional twenty-five (25) days upon
a finding of extraordinary circumstances or permit an employee to
join the program who is otherwise ineligible, if ineligibility is
caused from prior illness or hospitalization.
[R.O. 2011 §23.314; Ord. No. 1909 §1(23.314), 10-20-1997]
A. Notification Of Injury. City employees are covered
by the provisions of the Missouri Workers' Compensation Act during
the performance of their duties. Any employee who suffers a work-related
injury is responsible for notifying the appropriate supervisor as
quickly as possible. The supervisor will then notify the appropriate
department head, and the department head will notify the City Clerk.
B. Workers' Compensation. The City annually pays Workers'
Compensation insurance to cover workplace accidents and injuries.
Employees will be compensated based on the terms and conditions of
the policy. Consult your plan documents for coverages.
[R.O. 2011 §23.315; Ord. No. 1909 §1(23.315), 10-20-1997; Ord. No. 2535 §1, 9-6-2011]
Presently, all regular employees will be provided group hospital
and medical insurance at the City's expense. The City will pay forty
percent (40%) of dependent coverage. If a City employee has a spouse
also working for the City and this couple has dependents, the employee,
spouse and dependents may be covered by a family health plan. For
those employees whose spouses are covered by a major medical plan
other than the City's and that plan can provide health coverage for
the employee, the City will share (50% 50%) the savings from the employee
taking coverage from their spouse's plan. Employee savings is subject
to payroll deductions. In the event this alternate coverage is pursued,
the employee opting out of the City's employment benefit program will
sign a statement acknowledging that they have coverage elsewhere,
and they waive the right to the City's plan.
[R.O. 2011 §23.316; Ord. No. 1909 §1(23.316), 10-20-1997]
Presently, all regular employees will be provided with a life
insurance policy at the City's expense. These items will change from
time to time. Therefore, consult your policy plan documents for current
coverages (the policy plan documents will prevail at all times).
[R.O. 2011 §23.317; Ord. No. 1909 §1(23.317), 10-20-1997]
All City employees will participate in the "Federal Retirement
Survivors Disability and Health Insurance Program", more commonly
known as Social Security, and the appropriate deductions from gross
pay will be made as provided by law. This deduction will be identified
on the payroll check stub as FICA (Federal Insurance Contribution
Act). The City also contributes an amount to the program, which is
approximately equal to the amount of individual employee contributions.
[R.O. 2011 §23.318; Ord. No. 1909 §1(23.318), 10-20-1997; Ord. No. 2066 §1, 9-17-2001]
A. Following a waiting period of six (6) months, all regular employees
will automatically become members of the Missouri Local Government
Employee's Retirement System (LAGERS). LAGERS is a statewide, non-profit
retirement system for local government employees, and the program
was created and is regulated by the Revised Statutes of Missouri.
It is not controlled by the City of Savannah.
B. The City currently provides all contributions to the LAGERS system,
at no cost to employees. This may change from time to time.
C. The benefits of the LAGERS plan are available to you in the City
Clerk's office. Please contact your supervisor to obtain a copy of
this document for you. The details contained within these documents
are the only benefits available and any interpretation or questions
will be referred to LAGERS for resolution. Precise information on
LAGERS should be obtained from the LAGERS system:
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LAGERS
PO Box 1665
Jefferson City, Missouri 65102
(573) 636-9455
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D. To adopt a change in the Benefit Program of member employees, changing
to Benefit Program L-9 (1-6/10%).
[R.O. 2011 §23.319; Ord. No. 1909 §1(23.319), 10-20-1997]
A. Should an employee of the City of Savannah retire or seek partial
retirement, the Board of Aldermen shall have the option of providing
the following benefits:
1.
Continuation of salary in exchange for consulting services.
2.
Continuation of health insurance benefits in exchange for consulting
services.
3.
Lump sum compensation. The Board of Aldermen may provide a lump
sum compensation to an employee to reward meritorious service to the
community and in exchange for future consultation.
B. All consulting arrangements must be formalized by written contract
between the employee and the City of Savannah.
[R.O. 2011 §23.320; Ord. No. 1909 §1(23.320), 10-20-1997]
A. The City will provide uniforms for all employees who are required
to wear uniforms in the performance of their regular duties and will
buy badges for personnel required to wear the same.
B. All uniforms and badges shall be returned to the City at the conclusion
of employment with the City. The employee shall not receive his/her
final check until all issued uniforms, badges, and other issued equipment
is returned.
[R.O. 2011 §23.321; Ord. No. 1909 §1(23.321), 10-20-1997]
Seniority or length of service for purpose of seniority means
continuous full-time service from the last date of employment except
that a lapse of service less than thirty (30) days by reason of resignation
or discharge shall not be considered a break in full-time continuous
service. For purpose of time off, department heads may establish upon
consultation with the employees and approval of the City Administrator
other non-discriminatory methods of seniority for purpose of time
off only.
[R.O. 2011 §23.322; Ord. No. 1909 §1(23.322), 10-20-1997]
After five (5) full years of continuous employment, each employee
is eligible to receive thirty dollars ($30.00) per year for each year
of employment, up to a maximum of twenty (20) years or five hundred
dollars ($500.00). Longevity pay will be calculated and paid at the
first pay period in December annually.
[R.O. 2011 §23.323; Ord. No. 1909 §1(23.323), 10-20-1997]
Each full-time employee of the City shall be provided an annual
family golf membership and family swimming pass for the City-owned
Duncan Hills Golf Course and Savannah swimming pool respectively.
Employees who retire after twenty (20) years from the City of Savannah
shall retain annual memberships to the City-owned golf course and
swimming pool until their death.
[R.O. 2011 §23.324; Ord. No. 1909 §1(23.324), 10-20-1997]
Following six (6) months of employment, full-time employees
are eligible to participate in the City's Deferred Compensation Program.
[R.O. 2011 §23.325; Ord. No. 1909 §1(23.325), 10-20-1997]
Employees who have served the City of Savannah for twenty (20)
or more years shall be provided two (2) cemetery plots at the Savannah
cemetery at no cost to the employee. Said lots are to be utilized
for the employee and his or her respective spouse. Employees may choose
the lots of their preference upon availability.
[R.O. 2011 §23.326; Ord. No. 2543 §1, 10-17-2011]
Full-time employees of the City of Savannah may take advantage
of one (1) free rental of the Clasbey Center multipurpose and/or kitchen
rooms one (1) time per year; but no employee may donate his/her free
rental time to another employee.